Report on Professional Development in Hospitality at Hyatt Regency

This report delves into the significance of professional development within the hospitality industry, using the Hyatt Regency London as a case study. It begins with an overview of the hotel and then explores the benefits of ongoing professional development for various stakeholders, including employers and employees. The report highlights the skills and competencies expected of a hospitality floor manager, as well as the author's own skills and abilities relevant to this role. It also examines different learning approaches and theories, such as behaviorist, cognitive, VAK, and Honey & Mumford learning styles, and identifies the most appropriate development methods for enhancing personal and professional skills. The report concludes with a discussion on the importance of continuous learning and development in the ever-changing hospitality landscape.

Professional Identity and Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1 and LO 2.................................................................................................................................3
Company overview.....................................................................................................................3
Benefits and importance of ongoing professional development for stakeholders in Hyatt
regency London...........................................................................................................................3
Competences and skills expected by professional employer for hospitality floor manager.......4
Own skills, abilities and competencies for specific job role in hotel.........................................5
Different learning approaches and theories utilized for personal and professional development
.....................................................................................................................................................6
Most appropriate development methods used to enhance own personal and professional skills
.....................................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Hospitality industry is the most important part of service sector and it comprised of five
major sub-sectors that cater many benefits which include food & beverage, lodging services,
transportation and tourism. The current study is based on Hyatt Regency London which falls
under category of one of the leading hotels in UK. This report will explain about firm and then
describe the benefits of ongoing professional development for stakeholders in hotel.
Furthermore, it will justify skills & abilities expected by employer, own skills and competencies
for particular role in company and will define varied learning concepts used for personal as well
as professional development.
LO 1 and LO 2
Company overview
Hyatt Regency London offers sophisticated stay in UK, it was situated in West End, in
the Marylebone areas. There are more than 444 guest rooms featuring cable TV and satellite ,
internet access, scales, video on demand, hair dryers, a mini bar, bath robes, wide desks, a phone
line and other services available for guests. The food production department and its workers
cater the best food services to people according to their needs which make consumers able to
stay for long and enjoy their vacant with friends or family members.
Benefits and importance of ongoing professional development for stakeholders in Hyatt regency
London
Ongoing development refer to the procedures of training & developing professional
skills and knowledge through participation based, independent or interactive learning. This type
of learning play important role in regard to workers and employers as well within hotel. As it
help to strengthen workforce and enhance productivity level even better.
Employer benefits-
For employers in hotel, investing money and time in ongoing professional development
programme obtain a range of benefits (Arua, 2017). It assures standards across firm are high,
promotes greater workforce engagement and enhances existing as well as new staff commitment
to varied job roles. With the help of this system, employers in company can increase their staff
potential and improve morale. Ongoing development benefit employer in term of permit firm to
keep up with the latest changes and trends in hospitality industry. It caters a useful and beneficial
benchmark for annual appraisals. It allows manager to build a strong team of people who are

able to work in critical situation due to intense competitive environment, which in turn build
positive brand image in market place. Employer can only bring in these benefits when it
supports professional development of their workers.
Worker benefits-
Change in constant and in each changing world people live in, it becomes almost
imperative to keep growing in professional endeavours (Frawley, Favaloro and Schulenkorf,
2018). The best option to keep up with this is to take part in ongoing professional development
activity which make applicants able to stay ahead to curve, it outcomes in superior progress. It
enhances the personal satisfaction level of workers even better and add more value in their CV
which allow them to grab the best employment opportunities. With the help of this process,
employees or individual can improve their professional skills and increase confidence degree
effectively. The best thing about above act is that it make people more capable to grab further
employment chances which in return improve their living standards. After obtaining all above
benefits, workers feel highly motivated and performed efficiently at workplace.
Competences and skills expected by professional employer for hospitality floor manager
Employer stands for one who caters employments which means business or owner who is
paying applicants salary on the basis of their work and abilities. They have a lot of expectation
from people who are working with them and seeking to do that. Here, all expectations of
employer are related to range of skills and abilities for specific job and that is hospitality floor
manager within The Hyatt Regency, London. The first skill according to employer must have in
applicant is communication (Pescante-Malimas, 2017). The role of floor manager is to monitor
establishment's financial performance and work of workers, for which they have to communicate
with other. Communication skills help at that time, it allows them to clearly understand
information provide by other and make capable to provide in same manner.
Consumer service skills is another expected skill of employer which they search in
person who are able to do job as hospitality floor manager. It makes individual capable to greet
and build rapport with guests which is the main accountability of floor manager in Hotel. A open
and warm disposition is important for floor manager as one of their most significant roles is
catering a effective first impression to new and potential guests.
Technical skills, is one of the most important abilities or competencies expected by
employer along with above one. While solving the issues or complaints of guests about services

or other things, hospitality floor manager can use this skill which make them able to use the
latest technologies or systems to respond quickly. It is essential for a number of reasons for
example, it helps applicant to work more effectively.
Candidate must have knowledge about dress code, as it allow them to guide workers to
dress appropriately according to their roles in range of department either operational or
functional. It promotes a more serious and professional environment in Hyatt regency hotel
which promotes good behaviour. It proven to increase workers achievements by encouraging
workers to focus more on their work.
Own skills, abilities and competencies for specific job role in hotel
Hyatt's regency is one of the most luxurious hotels in United Kingdom, there are range of
positions available. Hospitality floor manager is the one role in hotel, for which I can apply. It
requires key skills and abilities. I can say that I have technical skills, because I am using the
latest technologies for creating effective plans related to managing my work. With this skill I can
boost my confidence level even better and make myself more valuable applicant for employer
who desire above skills in hospitality floor manager. I have high confident due to this skill which
make me able to get specific role in company.
I can say that along with above skills, I also have good communication skill which is
highly required for hospitality floor manager job role. While playing this role in hotel, with this
skill I can keep my team morale high and support resolve issues in time before they go out of
hand. To improve performance and productivity levels of workers in the future, it is important
for me to hone my communication skills. Because of this skill I can make assure that all workers
does what be needed for them. I can collaborate with other people at workplace effectively
during recruitment procedures, all because of communication skills.
With the help of these two skills, I can play the role of hospitality floor manager well.
But along with them, more abilities or competencies are required which plays a very important
role for specific job. Like Decision Making, Problem Solving and Time Management Skills, the
last of which is not in me. My decision-making skills is moderate which I need to develop in the
future along with problem solving.
I am a creative person because I have creative thinking skills which making me capable
to show my creativity while developing training plans for existing and new hospitality staff on

establishment procedures and policies. It helps me to enhance productivity and performance
degree of staff rather than before (Maina and Daful, 2017).
Different learning approaches and theories utilized for personal and professional development
Behaviourist approach of learning-
This method is used by many people for developing their personal and professional
career. It claims that learning and understanding about specific content can develop by means of
establishing a connection between behaviour and stimulus and that any behaviour can be
modified through reinforcement (Crompton, Burke and Gregory, 2017). It addresses learning as
mechanic procedure and give specific importance to objectivity. Individual are not good or bad
from birth, they learned varied thinks and develop knowledge from experience as well as
environment around them. In simple words according to this approach of learning, people can
develop new skills by taking personal experience at workplace which make them able to solve
their own issues and enhance motivational level. By taking same practice in personal life,
individual can grow personally which is also quite beneficial for them in term of increasing
confidence degree.
Cognitive approach of learning-
It is another method can use for professional and personal development by individual. It
concerned with how specific data or information is processed by learners. It views applicant as
active in an internal learning and developing procedures that includes memory, reflection, meta
cognition, thinking and motivation (Beach, 2017). By using experience and brains memory,
individual can learn many things according to this approach which make them able to
accomplish work at personal or professional level. It is the best way of comprehending and
learning that aids person use their brain more effectively. This approach of learning is active,
long-lasting and constructive, as it help to encourage people to fully engage in process of
learning so thinking, understanding and remembering get easier or simple. Furthermore, it can be
said that, this method of learning is not about repetition or memorization of work. Cognitive
learning is all about developing fact comprehending, it is about learning how to learn.
Honey & Mumford learning cycle-
These styles of learning were developed by Alan Mumford and Peter Honey in 1986. It
comprise with four different learning styles, which can be use by person to develop professional
and personal career. The first style is activists, these types of people learn something new and

different by doing. They need to obtain their hands filthy and have a receptive way to deal with
understanding, including themselves completely. Second style of learning is theorists, according
to that person can learn by understanding hypothesis behind activities.
Pragmatists is last second learning style of theory, these persons have ability to perceive
how to make learning into practice in their reality. Recreations and conceptual concepts are of
constrained utility unless they can consider a method to concepts practically in their lives.
Reflector is the last learning style accordant to Honey & Mumford theory, people can
learn anything by contemplating and watching what happened around them either at workplace
or home.
VAK learning styles-
This learning theory is also used by anyone, who really wants to develop themselves
personally or professionally. It uses three sensory activities or receivers by which person can
develop in both above areas efficiently. Visual, Kinesthetic and auditory are three styles of
learning.
Illustration 1: Four Learning Styles
(Source: Honey & Mumford Learning Styles, 2020)

For example, according to VAK learning styles, person can learn or understand different
things by searching and reading notes or information. They can utilize all three modalities to
learn and receive new experience and info as well. However, accordant to this theory, one or two
of these receiving forms in normally dominant. Thus, style defines the best mode for a individual
to learn skills by filtering what is to be understood.
In context of second form, learners learn by talk to themselves, they often read out loud
to remember thing in mind. Kinaesthetic is the last style, according to that applicant do best
while moving & touching things like computer system or latest smartphones.
Most appropriate development methods used to enhance own personal and professional skills
To enhance my own personal and professional skills like communication, decision-
making and other for hospitality floor manager job role in the biggest hotel like Hyatt Regency,
London. I can use behaviourists approach of learning. It is one of the best development
approaches, that I can utilize and obtain many benefits. It enhances the productivity of person in
effective manner and cater strong arguments for nurture side. This method has provided a
number of effective and practical applications as well as methods that I can use to shape my
Illustration 2: Three Styles of Learning
(Source: Visual, Auditory, and Kinesthetic Learning
Styles, 2019)

behaviour. Many internal factors govern the behaviour or nature of person, one example of this is
role of emotion and motivation are not taken into account in this approach. I can say that the
best thing about this method is that it only concentrate on behaviour and natures that can be
manipulated and observed easily.
CONCLUSION
From above analysis, it has been concluded that by taking part and contributing in
ongoing development procedures, employees as well as employers are getting many benefits. It
helps them to cater the best consumers services and satisfied guests effectively. By considering
and implementing principles of Behavioural and cognitive learning approaches and following the
stages of honey & Mumford learning cycle as theory individual build themselves able to do job
as Hospitality floor manager in Hyatt Regency London. Furthermore, it has been determined that
by using learning methods individual develop their personal and professional career for
hospitality floor manager job role in hotel.

REFERENCES
Book and Journals
Arua, G.N., 2017. Pursuing Continuous Professional Development as a personal responsibility
and business: my learning journey and experience.
Beach, P., 2017. Self-directed online learning: A theoretical model for understanding elementary
teachers' online learning experiences. Teaching and Teacher Education. 61. pp.60-72.
Crompton, H., Burke, D. and Gregory, K.H., 2017. The use of mobile learning in PK-12
education: A systematic review. Computers & Education. 110. pp.51-63.
Frawley, S., Favaloro, D. and Schulenkorf, N., 2018. Experience-based leadership development
and professional sport organizations. Journal of Sport Management. 32(2). pp.123-134.
Hamza, M and et.al., 2018. Effect of moderate learning style–teaching mode mismatch on
academic performance among 2nd year medical students in Pakistan. Indian journal of
psychiatry. 60(1). p.109.
Maina, J.J. and Daful, C.K., 2017. Do they measure up? Architecture Graduates' Perception of
Acquired Skills, Employer's Expectations and What is Obtained. Journal of Research in
National Development. 5(1). pp.153-161.
Pescante-Malimas, M.A., 2017. Tracing Skills and Personal Aattributes: Employers’ Demands
from the Communications Graduates. Online Journal of Communication and Media
Technologies. 7(4). pp.162-178.
Online
Honey & Mumford Learning Styles. 2020. [Online]. Available through:
<https://www.eln.io/blog/honey-and-mumford-learning-styles>
Visual, Auditory, and Kinesthetic Learning Styles. 2019. [Online]. Available through:
<http://www.nwlink.com/~donclark/hrd/styles/vakt.html>